6 Unique Features that Make Competency Movement Special

The competency movement in the UK has unique features that make it special, enhancing productivity and performance in both public and private sectors. This development helps employees learn about organizational goals, product quality, and customer satisfaction, influencing stakeholders and investors. The contemporary training initiatives introduced by the UK government have contributed to human resource development in both sectors, providing essential knowledge and skills to learners.

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Human Resource Development
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Human Resource Development
Table of Contents
LO 1............................................................................................................................................................3
Briefly, compare three main learning styles in human resource development theory that McDonald's
can apply across its workforce.................................................................................................................3
Explain the role of the learning curve in McDonald’s..............................................................................5
The importance of transferring learning to the workplace......................................................................5
Assess the contribution of both learning styles and learning theories when planning and designing a
learning event in McDonald’s..................................................................................................................6
LO 2............................................................................................................................................................7
Compare the training needs for the restaurant manager, shift floor manager, and customer service
assistant of McDonald’s...........................................................................................................................7
Assess the advantages and disadvantages of using different training methods in McDonald’s..............8
Using a systematic approach, plan the training and development for selected level of employees at
McDonald’s..............................................................................................................................................8
LO 3..........................................................................................................................................................10
Prepare and carry out an evaluation for the training of the staff identified in the video......................10
Review the success of the evaluation methods used in conducting the above training event..............11
Describe evaluation models (Kirkpatrick Model, The CIRO model, and the ROI model) - (at least two
models) that are used as evaluation tools in organisations...................................................................11
LO4...........................................................................................................................................................12
Explain the role of the UK government in training, development and lifelong learning for the under
25’s sector.............................................................................................................................................12
Explain how the development of the ‘Competency Movement’ has impacted on both the public and
private sectors of the UK economy after the recession.........................................................................13
Analyse how contemporary training initiatives introduced by the UK government has contributed to
the human resource development of both public and private companies............................................14
References.................................................................................................................................................16
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LO 1
Briefly, compare three main learning styles in human resource development theory that
McDonald's can apply across its workforce
The learners are gain knowledge through human resource development theory which is a mode
of ‘learning styles.' Besides that, the leering styles enhance an opportunity to grab knowledge to
improve the performance of the learner. In other words, the learners can only get the knowledge
by significantly choosing appropriate learning method of human resource management. On the
other hand, there are various types of learning styles are explained in many books and journals
but out of them some significant learning styles are discussed below:
Kolb’s Learning Style: David A. Kolb introduced the experimental learning experience which is
a resource for development and learning (Brown, 2013). In addition, this book includes a
significant theory based on experimental learning experience to discover something. Moreover,
with the help of theory model cycle in order to learn naturally. On the other hand, the cycle of
theory includes four significant factors such as concrete experience, reflective observation,
abstract conceptualization and active experimentation which are discussed below:
Concrete experience: the learner can gain knowledge about a specific topic not by just training
and reading rather focusing on the performance of a person which is experienced in that topic in
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the first stage of this cycle. In other words, the learner must observe others for successfully
riding the cycle if the learner is trying to ride a cycle.
Reflective observation: in the second stage of the cycle, the learner has to consume a clear
conception of the theory of the learning topic, for example, the learner needs to gather all theory
of riding a cycle (Cadwell, 2011).
Abstract conceptualization: the expert would help the learner at this stage about the learning
topic, for example, the learner get expert tips about cycle riding from a specialist cycle rider.
Active experimentation: in the final stage, the learner needs to implement every information
from the previous stage and keep trying to get on the cycle and continuously trying to get success
(Chopra and Meindl, 2016).
VARK learning style: According to Clark 2004, VRAK learning style is one of the acceptable
and famous styles due to its simplicity. In other words, with the help of this VARK model, the
learning ability of different people can be analyzed. Besides that, four different learning models
are introduced by VARK such as visual, auditory, read & write and kinesthetic.
Myers-Briggs learning style: human personality and human behavior are identified by this
model. One of the aims of this model is to locate difference of individual and conduct a healthy
relationship among individual.
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Moreover, with the help of these models, McDonald can develop human resource department, as
well as to improve the workforce (Cook, 2009).
Explain the role of the learning curve in McDonald’s
The learning curve is a kind of theory which is critically used to calculate cost and time for
implementing a task. On the other hand, the employees of McDonald got experienced by
executing the task for random. In addition, the time estimate gets reduced, and the productivity
of the individual is increased with the help of continuous experience. On the other hand, the
learning curve is playing an essential role in McDonald to monitor the effectiveness of the
employees. The management of McDonald can improve and optimize the execution of the
employees with the help of learning curve. Moreover, to enhance worker’s performance, the
management of McDonald needs to focus on the learning curve (Gerson and Gerson, 2014).
The importance of transferring learning to the workplace
First of all, transfer of learning needs to be promoted by the skills of the individual. In other
words, the learning experience needs to be implemented by the employees of McDonald in order
to improve productivity. In the case of performance appraisal, both employees and organization
are affected by effective learning. In addition, to improve job condition, McDonald needs to
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focus staffs for improving their skills of their employees. Moreover, McDonald can improve the
quality performance through learning system (Kanaga, Kanaga and Browning, 2011).
Assess the contribution of both learning styles and learning theories when planning and
designing a learning event in McDonald’s
In order to design a learning event, McDonald needs to follow some significant learning styles
and learning theories which are discussed below:
Behavioral theory: with the help of this theory, the employees of McDonald can get effective
learning experience which influences the learning event inside the organization. In addition, the
employees learn how to behave inside the organization with the help of behavioral learning
theory (Miller, 2015).
Cognitive learning theory: this theory is based on the mental stability of a learner. In other
words, how learners take the lesson to successful implementation in the different situation is the
main aim of this cognitive learning theory. Moreover, the management of McDonald can use this
theory in problem-solving, group discussion and determining the learning process.
Social learning theory: this theory is mainly used for monitoring of the learning process of the
individual. In addition, the management of McDonald can improve skills of learners by this
theory.
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LO 2
Compare the training needs for the restaurant manager, shift floor manager, and customer
service assistant of McDonald’s
In order to improve work performance, training needs are playing emerging part in McDonald.
Besides that, three types of staffs belong from three level of management which require training.
Top level: the staffs who belongs from top level management like restaurant manager require
effective training for make strategy, control situation and creating new concepts for improving
customer care service. In addition, McDonald needs to provide proper training to the top level
employees (Millior, 2011).
Middle Level: middle level of management includes shift floor manager, and the duty of these
staffs is to provide train and hire staffs. The middle-level staffs require high-class training to
create work chart, monitoring work performance.
Low level: low-level management includes customer care executives who are dealing directly
with the customers. In addition, the low-level employees require training for increasing level of
customer satisfaction. Moreover, communication skills can be improved through effective
training (Sharma, 2006).
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Assess the advantages and disadvantages of using different training methods in
McDonald’s
There are two types of training method observed in McDonald such as on job method and off job
method. On the other hand, on job method includes some significant advantage and
disadvantages. Besides that, McDonald can use this training method to save lots of money which
can be considered as advantages of a training session. With practical observation, the employees
can improve personality. In terms of disadvantages of on job training which mainly repeated by
the learner if the trainer taught wrong things. In addition, the learning quality is totally depending
on the trainer’s ability (Spillard, 2015).
Along with that, off job method also includes some critical advantages and disadvantages that
might affect organizational performance. In addition, with the help of this training method,
McDonald can get some organized employee. Besides that, the expert can provide effective skills
and abilities to the employees by which they can improve their performance. Aside from that, off
job training method is an expensive process and McDonald might face time-related problems
during the training programs (Vitale and Gitomer, 2010).
Using a systematic approach, plan the training and development for selected level of
employees at McDonald’s
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With the help of a systematic approach, low level of employees can get proper development and
training plan. In addition, McDonald can arrange training and development plan for the low level
of employees by following some important stages which are discussed below:
Analyse: it is one of the significant parts of a development plan. In this section, the management
of McDonald is observing incorrect variable and fix the problem to design an effective training
plan(Baker, 2007).
Design: In order to make training plan successful, McDonald can take decision making steps in
this stage. Along with that, the learner can transfer information by good design of the training
plan of McDonald.
Development: the learners are getting instructions on this stage. In addition, the learner needs to
obey and follow trainer’s instruction to improve their skills.
Implementation: after collecting information and knowledge, the learners needs to implement
their skills and talents in various types of operations. In addition, with the help of this stage, the
interpersonal traits of learner are identified(Baker, 2007).
Evaluation: it is the last stage of training plan which includes review and cross check of the
learning experience of the learners.
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LO 3
Prepare and carry out an evaluation for the training of the staff identified in the video
using suitable techniques
Technology enhanced revolution in the current business world. In other words, the management
of McDonald can provide the effective training session to their employees with the help of latest
technology such as audio-visual effects. Along with that, the audio-visual effects include some
significant aspects such as follows:
Reaction: after conducting the training session by showing motivational videos, the management
of McDonald needs to record the reactions of the employees or learners. Besides that, are they
getting proper lesion or not only can be located by observation(Salas and Bowers, 2003).
Learning: it is the second part training of the audio-visual presentation which contains
motivational videos. In addition, McDonald should focus on the learning ability and progress of
the learners.
Behavior: with the help of the evolution in training process, the behavioral approach of different
learners have been identified by the management of McDonald.
Result: in the last stage of the training session, the trainer of McDonald should record the result
of this evolution in training session(Salas and Bowers, 2003).
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Review the success of the evaluation methods used in conducting the above training event
Most of the learners are already impressed by video because it is one of the best example of
entertainment. Besides that, with the help of motivational videos, the management of McDonald
can increase the performance of the learners. Moreover, this types of technically advanced
training event can be very beneficial for McDonald to improve productivity. Along with that, the
audio-visual training event includes the strong memory which remains a long time in the mind of
the learners. In other words, the learners can remember the motivational videos for the long term,
be that as it may, it is seriously better than book reading(Griffin, 2010). On the other side, the
management of McDonald needs to provide more attention on the training events in order to
improve the learning experience of the learners. Moreover, with the help of this evolution of
training programs, McDonald can make efficient and productive employees.
Describe evaluation models (Kirkpatrick Model, The CIRO model, and the ROI model) -
(at least two models) that are used as evaluation tools in organisations
There are various types of evolution tools has been used by McDonald such as CIRO model and
ROI model which are discussed below;
CIRO model: it is an effective evolution tool which used by many organizations. In addition,
CIRO model includes four factors such as Context, Reaction, Input, and Result. Moreover, with
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the help of CIRO model, McDonald can effectively evaluate essential requirements for training
in order to improve whole training system(Griffin, 2010).
ROI model: many famous companies use ROI model to increase the level of training programs.
Besides that, five elements are included in ROI models such as Job application, Learning,
Reaction, business impact, and ROI. Moreover, the reaction and output of trainer are estimated
by ROI model. Moreover, the learning element includes the knowledge scale of the learners.
Along with that, McDonald must implement ROI model as an evolution tool for the effective
training event.
LO4
Explain the role of the UK government in training, development and lifelong learning for
the under 25’s sector
With the help of Lifelong learning, a learner increases knowledge through both ways like formal
and informal. UK government also has a critical role in training and development, for example,
apprenticeship scheme and traineeships and Mandatory work activity(Stone, 2009),
Apprenticeship scheme: according to this scheme, the learners do not need to take leave from
their jobs for training or learning.
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Traineeships: the individuals who neither belong from education nor working status are benefited
by this scheme of UK government. Under 24 years age, UK government offers freelancing jobs
to these people.
Mandatory work activity: it is the most beneficial scheme of UK government and as per this
scheme lifelong solutions would be provided to learners.
Explain how the development of the ‘Competency Movement’ has impacted on both the
public and private sectors of the UK economy after the recession
After the recession, the Competency Movement has seriously affected both public and private
sectors of the UK economy. On the other hand, competency is a kind of unique features which
make thing special. In addition, with the help of competency movement, the performance of
learners can be improved. Moreover, the development of competency movement enhances the
productivity of both private and public sectors of the UK economy(Stone, 2009).
Public sector; the development of competency movement helps an employee to learn about
organizational goals, product quality, and customer satisfaction.
Private sector: the stakeholders and investors are influenced by the development of competency
movement. In other words, a core competency of the organization is highlighted with the help of
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competency movement in front of the investors for long-term financial support(Kanaga, Kanaga
and Browning, 2011).
Analyse how contemporary training initiatives introduced by the UK government has
contributed to the human resource development of both public and private companies
The human resource development of both public and private companies are benefited by the
contemporary training initiatives introduced by the UK government(Chopra and Meindl, 2016).
In other words, with the help of contemporary training initiatives, the learners of both public and
private companies are getting essential knowledge at short notice. In addition, how contemporary
training initiatives of UK government influence human resource development of both public and
private companies are discussed below:
Public sector: an official expert appointed by UK government provide effective skills and
abilities to the employees of the public sector by which they can improve their managerial skills,
communication power, and professional personality(Brown, 2013).
Private sector: the staffs who belongs from the private sector can get effective training for make
strategy, control situation and create new concepts for improving customer care service through
contemporary training initiatives of UK government. Moreover, private sector includes customer
care executives who are dealing directly with the customers. In addition, the employees of the
private sector require contemporary training initiatives of UK government for increasing level of
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customer satisfaction. Moreover, communication skills can be improved through contemporary
training initiatives of UK government for human resource development(Gerson and Gerson,
2014).
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References
Baker, H. (2007). Employee training. 1st ed. Chandni Chowk, Delhi: Global Media.
Brown, M. (2013). Organization and management. 1st ed. London: IMO [u.a.].
Cadwell, C. (2011). Performance management. 1st ed. New York: American Management
Association.
Chopra, S. and Meindl, P. (2016). Supply chain management. 1st ed. Boston: Pearson.
Cook, S. (2009). The effective manager. 1st ed. Ely, Cambridgeshire, U.K.: IT Governance Pub.
Gerson, S. and Gerson, S. (2014). Technical communication. 1st ed.
Griffin, R. (2010). Complete training evaluation. 1st ed.
Kanaga, K., Kanaga, K. and Browning, H. (2011). Maintaining Team Performance. 1st ed.
Somerset: Wiley.
Miller, K. (2015). Organizational communication. 1st ed. Stamford, CT: Cengage Learning.
Millior, J. (2011). Removing inefficiencies in the nation's job training programs. 1st ed.
Washington: U.S. G.P.O.
Salas, E. and Bowers, C. (2003). Training evaluation. 1st ed. Mahwah, N.J.: Lawrence Erlbaum.
Sharma, A. (2006). Work management. 1st ed. New Delhi, India: Global Vision Pub. House.
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Spillard, P. (2015). Organization and marketing. 1st ed. [Place of publication not identified]:
Routledge.
Stone, R. (2009). Aligning training for results. 1st ed. San Francisco, CA: Pfeiffer.
Vitale, J. and Gitomer, J. (2010). There's a Customer Born Every Minute. 1st ed. Hoboken: John
Wiley & Sons, Inc.
YU, Q. (2008). The Impact of the Emotional Intelligence of Employees and Their Manager on
the Job Performance of Employees. Acta Psychologica Sinica, 40(1), pp.74-83.
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